Pursuing Complaints of Workplace Sexual Harassment

12 / 07 / 2012

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Academics Sara Charlesworth and Paula McDonald have conducted a study providing a rare glimpse into formal workplace sexual harassment complaints. Their research analyses the types of sexual harassment reported and complaint outcomes. In this piece, Sara and Paula share some of the real stories they have encountered and outline findings from their report.

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Suzanne had worked as a financial administrator with a construction company for one year. During this time, Suzanne complained she was constantly harassed by her male manager, male co-workers and the male contractors visiting her work site. She said she was exposed to extreme computer porn and constant sexual comments directed toward her. On one occasion, a contractor grabbed her breasts in front of other workers and managers. They all laughed. In her complaint, Suzanne claimed the managers at the company condoned the sexualised culture, and that she was dismissed after complaining about the treatment she had been subjected to. She then suffered an emotional breakdown. During the conciliation process, her employer acknowledged ‘cultural issues’ in the workplace but claimed Suzanne had not only taken part in these, but had in fact resigned voluntarily. In the end, Suzanne withdrew her complaint. She said she couldn’t cope with reliving the events that had caused her breakdown.

Julia had a more positive outcome. A case worker in a community sector agency for three years, Julia had been harassed by a male co-worker for over a year. He often touched her, took her hand and patted her backside. He also called her at home frequently and asked about her sex life. In the complaint, Julia claimed that her employer knew what was happening and did nothing. She also claimed to have been diagnosed with anxiety and depression as a result of the sexual harrassment. In the conciliation process, Julia’s employer acknowledged the sexual harassment but said that Julia did not initially make a formal complaint, and after she finally did, her co-worker was counselled. Julia resigned during the conciliation process but her complaint was settled. The settlement was a financial one: $10,000 for pain and suffering and another $7,000 in legal costs.

Suzanne and Julia’s experiences are just two of the real stories behind the data set out in our study describing the type of workplace sexual harassment complaints made to equal opportunity commissions and their different outcomes.

köper viagra 200 mg visum In Australia, very few workers who experience sexual harassment ever make a formal complaint. Even fewer pursue a complaint to an equal opportunity commission outside their workplace, and yet we know surprisingly little about what happens when they do. This new report provides a rare glimpse into those who make formal complaints, the types of sexual harassment they report, and the complaint outcomes.

Tastylia (Tadalafil) Buy 20 MG As part of an Australian Research Council funded project on sexual harassment, our study — Formal Complaints of Workplace Sexual Harassment Lodged with Australian Human Rights and Equal Opportunity Commissions, 1 July 2009 – 31 December 2009 (with Anthea Worley, Tina Graham and Alissa Lykhina) — examines all sexual harassment complaints reported to every federal, state and territory equal opportunity commission in a six month period during 2009.

http://kitzmann-architekten.de/?slava=bin%C3%A4ren-optionen-erfahrung&4df=2f binären optionen erfahrung The complaints from 284 workers (84% women and 16% men) suggest that sexual harassment remains a strongly gendered issue. The overwhelming majority of women said they were sexually harassed by men, and the few men who complained were also more likely to say they were harassed by men. Those who made formal complaints tended to be in full-time permanent work. The most frequent forms of sexual harassment complained about were sexually suggestive comments, jokes, and unwelcome touching — although, worryingly, 13 women and 4 men claimed they were subjected to actual or attempted rape or assault.

iq option ciao When complaints are made to equal opportunity commissions, they typically progress to a conciliation process whereby attempts are made to reach a settlement. In 13 complaints, the employer completely accepted the claim made, but in most cases either denied the facts put forward in the complaint or disputed the worker’s interpretation of the facts.

http://swazilandforum.com/?n=trading-piu-economico trading piu economico Settlements were reached in around half of all the complaints. The terms of settlement included a range of outcomes, such as an apology, a statement of regret and/or a reference. In almost two thirds of settled complaints, some financial compensation was also agreed upon. Nearly one third of these payments were less than $5000. The few larger settlements of more than $50,000 typically included the payout of other entitlements — from workers compensation to accrued annual leave and termination pay.

Seroquel ohne rezept Sexual harassment can have ongoing consequences for workers. Our study indicates a wide range of negative impacts both within and outside the workplace. These include loss of employment, adverse effects on health and well-being, financial hardship, and damaging impacts on relationships with partners, family and friends.

kostenloses demokonto binäre optionen After undertaking this analysis, Paula and Sara are now interviewing a range of people to better understand the long-term impacts of sexual harassment.

tastylia uk If you or someone you know has experienced sexual harassment in the workplace and would be willing to talk about these issues, please contact Paula McDonald or Sara Charlesworth for more information:

binary option in india p.mcdonald@qut.edu.au (07) 3138 5318
Sara.Charlesworth@unisa.edu.au (08) 8302 4197


stanozolol usp Any feedback on Sheilas articles and content is always welcome. Please direct all feedback to Sheilas editor Sarah Capper at sarah@vwt.org.au.

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